XV.  CONDUCT

 

 

CAMPUS CIVILITY

 

Students are expected to demonstrate tolerance and understanding of one another.  Respect for human diversity and the rights of all persons are fundamental to a democratic society and a positive learning environment.  Acts of verbal abuse, intimidation or harassment are not acceptable behaviors.

 

 

RESPONDING TO DISORDERLY CONDUCT

  

Disorderly Conduct website:  http://www.vw.vccs.edu/fms/Conduct.htm

 This document is intended to provide general guidance in dealing with disorderly conduct on campus. Disorderly conduct is any behavior that results in a disruption of college operations or activities; creates a public inconvenience, annoyance or alarm; exhibits, threatens or promotes violence; conveys abusive language, obscene gestures or indecent exposure; includes use of or obvious intoxication from consumption of alcohol or drugs; includes coercion or sexual harassment or other conduct of a similar disruptive and socially unacceptable nature.

Since no two situations are alike, the faculty or staff member confronted with a disorderly person must exercise their own good judgment in how best to handle the situation. First consideration should always be given to the safety of students, co-workers and self. While many situations may warrant a firm response, our actions should be tempered by calmness and the desire not to allow emotions to escalate, particularly when a threat of violence exists. The following actions should be taken in response to disorderly conduct.

  1. Ask the disorderly person to leave the classroom, office or campus.
  2. If the person refuses to leave, notify the Campus Police at 857-7979 or  extension 77979. Emergency telephones in elevators provide another means of contacting Campus Police in the event that an office telephone is not readily accessible. When police are contacted, make arrangements for them to meet you in the classroom or at a location you deem appropriate, in the best interest in maintaining the safety of self and students. If the incident occurs in an office area where others are present, you may, either discretely or by prearranged signal, ask a co-worker to call Campus Police. If you are confronted by a disorderly person in a private setting and the situation appears volatile, withdraw to either a more public or secure area prior to calling Campus Police.
  3. Even if the disorderly person complies with your request to leave the premises, notify Campus Police of the incident at the earliest opportunity. If a threat of violence exists or the person's behavior is very hostile or erratic, notify Campus Police immediately.
  4. If the person brandishes a weapon, such as a gun or knife, ask your students or co-workers to leave the area and then follow as soon as possible. Notify Campus Police immediately after you are clear of danger.
  5. If the disorderly person is a student, report the incident to the Division Dean as soon as practicable. He in turn will refer the matter to Lori Baker, Dean of Student Services, for possible disciplinary action. Disciplinary action will be considered in addition to any charges that might be placed by Campus Police.
  6. If the disorderly person is an employee, report the incident to your immediate supervisor as soon as practicable. He in turn will report the incident to the immediate supervisor of the offending employee and to Mike Shelton, the Human Resources Manager, for possible disciplinary action. Again, disciplinary action will be considered in addition to any charges that might be placed by Campus Police.

Always be cognizant of potential threats in your environment. Notify Campus Police whenever you observe behavior of a suspicious or inappropriate nature. Also, be alert to the potential threat posed by troubled students or other individuals. Threats of violence should be taken seriously and reported to Campus Police and your Division Dean or Supervisor. By taking threats seriously, it is hoped that the prospect of threats translating to real violence might be greatly reduced.

Faculty are expected to maintain routine discipline in the classroom. Campus Police should not be called to "calm down" a student. Campus Police should be called when disorderly behavior warrants removal from the classroom and the student has failed to comply with the faculty's request to leave. In such cases, Campus Police will ask faculty for a written statement describing the incident and why removal was required.

For those facilities off-campus, faculty and staff should become familiar with the procedures in place at that particular facility for handling disorderly conduct. When police assistance is needed off-campus, contact the police or security force on site for those institutions so staffed, such as the Roanoke Higher Education Center or some of the Carilion operated hospitals. Otherwise, contact the local police department having jurisdiction in that area by dialing 911, preceded by the number to access an outside line if the telephone system so requires. Make sure you know how to gain access to a telephone, particularly if working in the evening when administrative offices may be closed.

 

Report instances of disorderly conduct or threats of violence to the Campus Police Chief, Craig Harris and your VWCC Site Director.  In addition, misconduct by students or co-workers should be reported the administrator responsible for student discipline or the Human Resources Manager for the institution sponsoring the class or seminar. For classes sponsored by VWCC, misconduct should be reported to Lori Baker or Mike Shelton as previously described. However, if for example, the misconduct involves a student in a class sponsored by Dabney Lancaster Community College at the Greenfield Education & Training Center, then the faculty member should report the incident to the Dabney Lancaster administrator responsible for student discipline.

 

Rev. 7/06

 

 

POLICY ON CONSENSUAL RELATIONS

 

Virginia Western Community College acknowledges its responsibility to provide clear direction to the College community about the professional risks associated with consensual amorous and/or sexual relationships in which a definite power differential between the parties exists.  In as much as VWCC is committed to fostering the development of learning and work environments characterized by professional and ethical behavior, consenting amorous and/or sexual relationships between faculty members and students are discouraged.

 

VWCC recognizes that it cannot regulate personal decisions regarding all consensual relationships, but the College views them as reason for concern for the following two reasons:

 

  1. Power Differentials:  Individuals entering into consensual amorous and/or sexual relationships involving a power differential must recognize that (i) the reasons for entering such a relationship may be a function of the power differential; (ii) where power differentials exist, even in seemingly consensual relationships, consent shall not be considered a defense if a complaint of sexual misconduct, sexual harassment or retaliation is brought; and (iii) the individual in the relationship with greater power will bear the burden of accountability.
  2. Conflicts of Interest:  Conflicts of interest may arise in connection with consensual amorous and/or sexual relationships between faculty or other instructional staff and students, or between supervisors and subordinates.  VCCS and VWCC policies and more general ethical principles preclude individuals from evaluating the work or academic performance of those with whom they have intimate, familial relationships, or from making hiring, salary, or similar decisions that have a financial impact on such persons.

 

Amorous and/or sexual relationships where one holds a distinct power differential over someone else may create conflicts of interest and perceptions of undue advantage.  There are special risks in any amorous or romantic relationship between individuals in inherently unequal positions of power (instructor to student or supervisor to employee).  Such relationships may undermine the trust inherent in the faculty-student relationship and also have the potential for other adverse consequences, including the filing of charges or complaints of sexual harassment, sexual misconduct, sexual assault and/or retaliation.  This most often may occur when one party to the relationship wishes to terminate the relationship to the other party’s objections.  In these situations, the apparent consensual nature of the relationship is inherently suspect due to the fundamental asymmetry of power in the relationship and it thus may be difficult to establish consent as a defense to such charges.  Even when both parties consented at the outset to an amorous involvement, this past consent does not remove grounds for or preclude a charge or subsequent finding of sexual harassment, sexual misconduct or sexual assault based upon subsequent unwelcome conduct.

 

The College’s educational mission is promoted by professionalism in faculty-student relationships.  Faculty-student amorous and/or sexual relationships, even mutually consenting ones, are a basic violation of professional ethics when the faculty member has any professional responsibility for the student’s academic performance or professional future.  Common sense, reason and good judgment must be present and be the guide for faculty members in any consensual amorous and/or sexual relationships.  Absent those factors, the potential for problems arising from the relationship rises significantly.

 

Faculty members’ unbiased evaluation of students is an integral part of the College’s mission.  An amorous relationship between a faculty member and a student, even if consensual, creates the potential for favoritism (or appearance thereof), thereby undermining the actual or perceived fairness of the evaluative process.  Even when the faculty member has no current direct professional responsibility for a student, consensual amorous and/or sexual relationships may limit the educational opportunities or options for the student’s future academic, co-curricular, and extra-curricular activities.

 

Accordingly, Virginia Western Community College prohibits consensual amorous and/or sexual relationships between faculty members and students for whom the faculty member has direct professional responsibility.  For purposes of this policy, “faculty” shall include all full- or part-time college personnel who teach and administrators/professionals with faculty rank.  The term “direct professional responsibility” refers to many faculty roles, both within and outside of the classroom, including, but not limited to: teaching, academic advising, coaching (athletics, drama, etc.), service on evaluation committees (awards, prizes, scholarships, etc.), club or organization sponsorship, etc.  In effect, “direct professional responsibility for students” includes the supervision of all college-sponsored academic, co-curricular and extra-curricular activities.

 

The College’s policy derives from the following principles that, in part, define the ethical and professional relationships of faculty members to their students.

 

·        Faculty members must support the unfettered pursuit of learning in their students.

·        Faculty members must adhere to their proper professional roles as instructors, advisors and counselors.

·        Faculty members must ensure that their evaluations of students fairly reflect each student’s true meritorious performance in their academic and other college related work.

·        Faculty members must be aware that even when they have no direct professional responsibility for students, consensual amorous and/or sexual relationships may still be asymmetrical and/or disruptive to the community.

 

Complaints

Members of the college community who believe that violations of this policy have occurred may initiate a complaint with the appropriate Division Dean, Vice-President, or the President.  A complaint alleging that a Division Dean, Vice-President or other academic or student services administrator or professional has violated this policy may be filed with the President.  Complaints may also be filed with the College’s Title IX Coordinator or the Human Resources Manager.  Complaints must be filed no more than two years after an alleged violation.

 

Sanctions and Procedures

Violations of this policy will be considered misconduct on the part of a faculty member and will be subject to the Faculty Sanctions Policy #3.12, VCCS Policy Manual, including dismissal of the faculty member.  Treatment of the allegations and imposition of sanctions will be governed by procedures specified in the Sexual Misconduct Policy #3.14.4, VCCS Policy Manual.

 

Nothing contained in this policy shall be deemed as supplanting or otherwise affecting the VCCS and VWCC Sexual Harassment, Sexual Misconduct and Sexual Assault Policies, VCCS Policy Manual 3.14.1, 3.14.4 and 3.14.5.

 

12/01/03 – Final Version Approved